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==Occupational Personality Questionnaire construction== | ==Occupational Personality Questionnaire construction== | ||
The Occupational Personality Questionnaire (OPQ) is a personality assessment tool that measures 32 characteristics or traits that are relevant to work behavior. These traits are grouped into four main categories: | The Occupational Personality Questionnaire (OPQ) is a personality assessment tool that measures 32 characteristics or traits that are relevant to work [[behavior]]. These traits are grouped into four main categories: | ||
* Thinking style: This category includes traits such as problem-solving ability, decision-making, and analytical thinking. | * Thinking style: This category includes traits such as problem-solving ability, decision-making, and analytical thinking. | ||
* Interpersonal style: This category includes traits such as sociability, assertiveness, and emotional control. | * Interpersonal style: This category includes traits such as sociability, assertiveness, and emotional control. | ||
* Drive: This category includes traits such as ambition, motivation, and work ethic. | * Drive: This category includes traits such as ambition, [[motivation]], and work ethic. | ||
* Emotional stability: This category includes traits such as stress tolerance, resilience, and adaptability. | * Emotional stability: This category includes traits such as stress tolerance, resilience, and adaptability. | ||
The questionnaire is typically administered online and takes around 30-40 minutes to complete. The results are presented in the form of a report that provides an overview of an individual's strengths and weaknesses in relation to the 32 traits. | The questionnaire is typically administered online and takes around 30-40 minutes to complete. The results are presented in the form of a report that provides an overview of an individual's strengths and weaknesses in relation to the 32 traits. | ||
The OPQ is used for a variety of purposes, including selection, development, and team-building. It is often used as part of a larger assessment process, which may include other assessment methods such as cognitive testing, situational judgment tests, and interviews. The results of the OPQ can be used to identify potential areas of development, match individuals to specific roles or teams, and develop action plans for improving performance. | The OPQ is used for a variety of purposes, including selection, development, and team-building. It is often used as part of a larger assessment [[process]], which may include other assessment methods such as cognitive testing, situational judgment tests, and interviews. The results of the OPQ can be used to identify potential areas of development, match individuals to specific roles or teams, and develop [[action]] plans for improving performance. | ||
OPQ is widely used in more than 20 languages around the world and is considered a reliable and valid assessment tool. However, it is important to note that the OPQ should be used in conjunction with other assessment methods, and the results should be considered in the context of the specific job requirements and the individual's overall qualifications and experience. | OPQ is widely used in more than 20 languages around the world and is considered a reliable and valid assessment tool. However, it is important to note that the OPQ should be used in conjunction with other assessment methods, and the results should be considered in the context of the specific job requirements and the individual's overall qualifications and experience. | ||
Revision as of 21:57, 20 January 2023
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Occupational Personality Questionnaire (OPQ) is one of the world's most famous personality questionnaires used in more than 20 languages. This method is used for selection and development of employees at work. It shows information about the behaviour of people included in the 32 relevant characteristics.
The questionnaire is a computer program that by analysing the answers to several questions quickly and very efficiently gives description of job candidate. This analysis is very thorough and involves multiple questions probing deep psychological characteristic of people.
Occupational Personality Questionnaire construction
The Occupational Personality Questionnaire (OPQ) is a personality assessment tool that measures 32 characteristics or traits that are relevant to work behavior. These traits are grouped into four main categories:
- Thinking style: This category includes traits such as problem-solving ability, decision-making, and analytical thinking.
- Interpersonal style: This category includes traits such as sociability, assertiveness, and emotional control.
- Drive: This category includes traits such as ambition, motivation, and work ethic.
- Emotional stability: This category includes traits such as stress tolerance, resilience, and adaptability.
The questionnaire is typically administered online and takes around 30-40 minutes to complete. The results are presented in the form of a report that provides an overview of an individual's strengths and weaknesses in relation to the 32 traits.
The OPQ is used for a variety of purposes, including selection, development, and team-building. It is often used as part of a larger assessment process, which may include other assessment methods such as cognitive testing, situational judgment tests, and interviews. The results of the OPQ can be used to identify potential areas of development, match individuals to specific roles or teams, and develop action plans for improving performance.
OPQ is widely used in more than 20 languages around the world and is considered a reliable and valid assessment tool. However, it is important to note that the OPQ should be used in conjunction with other assessment methods, and the results should be considered in the context of the specific job requirements and the individual's overall qualifications and experience.
See also:
References
- Barrick, M. R., & Mount, M. K. (1991). The big five personality dimensions and job performance: a meta‐analysis]. Personnel psychology, 44(1), 1-26.
- Hogan, R., Hogan, J., & Roberts, B. W. (1996). Personality measurement and employment decisions: Questions and answers. American psychologist, 51(5), 469.
- Murphy, K. R., & Davidshofer, C. O. (1988). Psychological testing. Principles, and Applications, Englewood Cliffs.
